Toward an inclusive and diversified society in which nobody is left behind – the goals of SDGs

Paternity leave has a hundred interests and no harm

“Childcare leave? Feel free to take it!”

Associate Professor Michiaki Omori (Division of General Education, National Institute of Technology(KOSEN), Nagaoka College)〇Reasons I took a five-month childcare leave

When my second child was born, I took a five-month paternity leave during April–August 2016. We werea family of four: parents and two children. Grandparents on whom we could rely did not live nearby. WhenI had my first child, I discovered the burdens, difficulty, and joy of parenting. I was thinking of taking
planned childcare leave for my second child. I thought it would be hard if I did not share childcare andhousework with my wife because the older child remained small. I decided to take paternity leave at thetiming of leaving the class teacher position. Taking paternity leave from the subsequent academic year
seemed to have a minimal effect on my workplace.

DIVERSITY

months, which is not sufficiently long to teach. Teachers and otherstaff members helped me during my leave. Particularly, I feel I owe
people in the Section of Personnel a great deal for the procedures.
Under the environment, I was lucky enough to take paternity leave.
After a few decades, paternity leave will become nothing special in
Japan (and I hope that the world will be like that). I myself want to bea person who can say, “Feel free to take it.”“Having taken two-week partial paternity leave”

I took paternity leave when my wife gave birth to our third child. She went to her parents’ house when
having our first and second child. However, her parents had become older. We were unable to keep ouroldest child, who was in the sixth grade, out of school for many weeks. So she decided to give birth inNagaoka. I took a two-week partial paternity leave immediately after the delivery in November. It was fromthat time she was in the hospital to the recuperation period after being discharged. The partial leave
enabled me to go to work late in the morning and come back home early in the evening. My wife seemed
delighted because I drove my child to kindergarten and did parenting and housework in general. This
made me really think that I had to stay at home for as long as possible.

〇Reactions of people aroundAt that time, I was an associate professor with a lab of my own. There was no professor or assistantprofessor. Therefore, I was able to take leave without worrying. If there is a professor who says, “I will getin trouble if you take days off suddenly,” it will be impossible to take leave. However, no one would say,“NO!” today. There might be an atmosphere of difficult being the first to bring up childcare leave, though.
It was rather teaching that gave me a burden at the time. I spent my time and energy to prepare mylectures. My request for my department to reduce one of my lectures was approved with no trouble. It wasa great help to me.

〇Flexible childcare leave system that permits temporary attendance
In fact, I was going to take full paternity leave. However, doctoral
screening was scheduled for third-year doctoral students for whom
I served as a chief supervisor. I said that I would attend the screening, even being on leave. Nonetheless, a person in charge of administration replied that it would be difficult; as a result, I took partialleave. The person said that I was the first to take paternity leave,［Edited and published by］
The Section for Research Environment Diversity(Trilateral Secretariat Office), Nagaoka University of Technology
1603-1 Kamitomiokamachi Nagaoka Niigata 〒940-2188
TEL.0258-47-9911 (telephone extension 9911, 2170)
Email:danjo@jcom.nagaokaut.ac.jp

even partial leave. If my temporary attendance were permitted, I
would have taken paternity leave until March, the end of theacademic year. These days, remote work has been possible. If
flexible childcare leave is approved, more people, both men andwomen, will take childcare leave.

［Editorial note］ We had a workshop via Zoom for the first time, which attracted many
participants. This issue features paternity leave. Participation in child care is
the important first step toward building a close relationship with yourchildren. We are encouraging the appearance of the first person who takes
paternity leave at NUT. It is to create an environment in which everyone
feels free to take childcare leave and receive Kurumin certification by theMinistry of Health, Labour and Welfare. (August 2020)

National Institute ofTechnology(KOSEN),
Nagaoka College"Diversity is important for building safety and security"

Company Profile

eTRUST Co., Ltd.
eTRUST Co., Ltd. was founded in1935 as a motor repair businessin Nagaoka City, and currently
has 190 employees who areengaged in businesses ranging
from the installation of electricaland communication equipment
to the development of disasterprevention systems.We have ourhead office in Tokyo and aflagship store in Nagaoka.

This is the second year that we have been involved in this project together with Nagaoka University of Technology andNational Institute of Technology(KOSEN), Nagaoka college. I am very grateful for the opportunity to be involved inthis project, which is very valuable.
Our company works on building prevention systems in the field of renewable energy using telecommunications
technology, which we have developed over many years. Our river monitoring system developed in Nagaoka has beenused throughout Japan and abroad to improve resilience to disasters. Global warming is intensifying natural disasters
year by year. In July this year, heavy rains severely damaged areas from Kyushu to Tohoku. Under such circumstances,river monitoring is becoming more important than ever before.
Through our work abroad, extending into newly developing countries such as Bangladesh, the Philippines, Myanmar,and Brazil, we have introduced systems, recognizing that different ways of thinking exist about disasters and humanlives. Based on our experience, first, we have placed a premium on fostering trust relationships with people of localcommunities. In addition, we try to meet their demands flexibly using our advantages as a mid-sized business. We also
have female engineers working actively on-site.
In constructing disaster-prevention systems, we have been conducting joint research with female researchers at theNagaoka University of Technology. Taking advantage of the project, we will actively send our female engineers to joint
studies and various seminars so that they can enjoy the challenges and interests of engineering development.
Project Director and Implementation Supervisor of the joint implementation facility

Professor Noboru Yamada (Mechanical Engineering / Science of Technology Innovation, Nagaoka University of Technology)〇Reason I took partial paternal leaveNagaoka University ofTechnologyGreeting

To be honest, I thought I would be able to have time for my research and self-improvement during mysecond child’s paternity leave. That is true because I experienced taking care of my first child. It was thevery year when I received a grant. In reality, I had little time for my research. Every day, I did diaper changes, cuddling, milk preparation, cooking, housework, picking up my older child, and so on. The day went
by so fast. Fortunately, my second child slept well at night; it was easy to put the baby to bed. Thinking
about it now, I had many things I could do. My leave ended all too soon.

I was blessed with an excellent work environment. There was aprecedent for taking paternity leave in the Division of General
Education. People in the English section in which I worked were
open-minded and had no objection or complaint; this is typical of
the English Section at NIT,NC. When I talked about paternity leaveto then-president Watanabe, he encouraged me, saying, “Feel freeto take it.” A substitute teacher during my absence was foundquickly, even though it was a job only for the first semester, five

Issued in August 20202019 MEXT ( Ministry of Education, Culture, Sports, Science and Technology) Funds for the Development of Human Resources in Scienceand Technology, Initiative for Realizing Diversity in the Research Environment (Driving Type)〇During paternity leave〇Reactions of surrounding people

No.3

Representative President of eTRUST Co. Ltd.

Ryuichi Sakai

Notice of the Diversity Lectures“Diversity as a Growth Strategy:
Effects and results of gender equality and women’s empowerment”
September 9 (Wed.) 15:30–17:00
Open for all via Zoom (free of charge)
Everyone is welcome to participate(those who can access and communicate via PC, smartphone or tablet)
You need to install the Zoom application (communication fees are your responsibility).

The lecture will be in Japanese only.
Lecture 1 “To Increase in Women Researchers: Learning from good examples”
Program Officer, Japan Science and Technology Agency

Dr. Yasuko Yamamura

She has been in charge of JST programs since 2010. She has been in charge of the "Research Activity Support
Program for Women Researchers", "Accelerated Reform of Female Researcher Development System", and"Diversity Research Environment Realization Initiative" of the Ministry of Education, Culture, Sports, Science andTechnology(MEXT). She has been in charge of the "Project to Support Women's Research Activities", the"Accelerated Reform of Female Researcher Development System", and the "Diversity Research Environment
Initiative" of MEXT, and has been in charge of promoting the activities of women researchers.

Lecture 2“A Major Reform by Women’s Active Participation:
Next-generation leaders’ work style reform”
President, MK Seiko Co., Ltd.

Mr. Shoichi Maruyama

After working as a full-time visiting researcher at Daiwa Institute of Research and Keio University, He wasappointed to the current position in 2012. He has been promoting women's activities, work-life balance, andhealth management. Received the highest award in the "2018 Future Generation Support Company Awards".
Certified as a "Health Management Excellent Corporation 2020 (White 500)".

◀Click herefor theapplicationform.

Training session held on July 31

What is Mentoring?

Workshop on Unconscious Bias Held with 188 Participants- To be a mentor fostering youth -Our cooperative institutions held a workshop
on unconscious bias (Zoom meeting) on July 22 (Wed.).

Lecturer : Ayako Nishihara (Specially Appointed Asst. Professor Niigata Univ. HQ for Management Strategy Gender Equality Office)A total of 188 people (132 from Ngaoka University of Technology, 29 from National
Institute of Technology(KOSEN), Nagaoka Collage, and 27 from eTRUST Co.LTD.
attended and responded to the comprehension check afterwards.

Answers to comprehension-checkquestions about Unconscious Bias

Main points of the workshop

1.6%

1. What is unconscious bias?
It is a prejudice that anyone might have.

What is mentoring?

0.5%

very clear
9.6%

2. Necessity of promoting diversity and inclusion
It is a management technique that connects institutional developmentwith individuals’ active participation and growth.

23.4%

clear
Some parts
I didn't understand.
I don't understand much

64.9%

No answer

4. When recruiting and appointing
Achievement of diversity in selection requires that diversity of selection committee members and responsible
persons be ensured, along with formation of consciousness, and establishment of selection criteria (evaluation
criteria that appropriately evaluate studies of those who have suspended their research because of life events).
5. SDGs and diversity“Goal 5: Achieve gender equality and empower all women and girls” is one SDG. It is important to be free fromunconscious bias to address SDGs in diverse areas and attributes of research.

１．Introduction to mentorship
1) What is mentorship and mentoring?
2) The way and attitude of mentoring
3) Mechanisms of behavior modification

2020 Support for Joint Research with Women Principal Investigators (Seven Selected Projects)
After careful consideration on January 14, 2020 (Tues.), we chose to support the following seven joint research projects.
Title

Title of ResearchCompny/Institution of Co-reserchers

No. of womenand men

1

NUT

Department ofMechanicalEngineering

Associate
Professor

MIZOSHIRI
Mizue

Femtosecond laser direct writing using
reductive sintering and surface oxide
assistance for fabrication of microdevices

Nakamura(NIT,NC)
Kamisaka(Gifu univ.)
Miyabe(Osaka univ)

Female2
Male22

NUT

Materials
Science andTechnology

Associate
Professor

TAKAHASHI
YukikoEffect of phenolic and sulfur compounds
on photobleaching of organic pigments

Okumura(NIT,NC)

Female2
Male2

NUT

Materials
Science andTechnology

NISHIKAWA
MasamiApplication of a combinatorial method toan excimer-laser assisted metalorganic deposition process for fabricationof functional films 2.

YAMAMOTO
Maki

Elemental technology development of birdand wildlife damage countermeasuresystem utilizing AI and ICT.

3AssistantProfessor

Associate
Professor

Murakami(NIT,NC)
Ishibashi(NUT)
KAMIMURA,YANO,WAKUI(NIT,NC)

Female1
Male2

Female1
Male7

NUT

Department ofBioengineering

NUT

Nuclear
System Safety
Engineering

Assistant
Professor

Do Thi Mai
Dung

Characteristics of cesium silicatecompounds

KOIDE(NIT,NC)

Female1
Male1

6 NIT,NC

Materials
Engineering

Associate
Professor

OKUMURA
HisakoStudy on activity evaluation of chemicallymodified catechin for material utilization

TAKAHASHI(NUT)

Female2

Materials
Engineering

Associate
Professor

KAWAMOTO
Emi

Regional distribution of GLUT1 in
immobilized rat skeletal muscles
visualized by immunohistochemistry

SHIMODA(NUT)

457 NIT,NCSHIRAI(CRIEPI)SAKAI(eTRUST)
WADA(SANSEI)

Mentor〇First half (13:00–14:30)

Participants’ comments and opinions• I’ve never heard the term “unconscious bias.” I want my actions to reflect my use of what I’ve learned.
• It is difficult to escape from deeply seated bias. However, it will be possible to act consciously.
• I realized that I have unconscious bias.

Principal
Resercher

Mentoring is a set of activities used by people with rich knowledge and experience (mentors) to support inexperienced
people (mentees) continually over a certain period from career development, psychological, and social perspectives.
Mentors can review
how work is done
and review how tolive by supporting amentee.

3. Gender equality and unconscious bias
We try to detect bias and eliminate social barriers so that equal
opportunities can be provided, irrespective of gender.

Name of Institustion/ Name of Faculty

Setsuko Yamada of Manners, Inc. was invited as a lecturer, and a mentoring workshop (transmitted via Zoom) was held withcooperating organizations and partner institutions.
A total of 54 people (26 from Nagaoka Univercity of Technology, 8 from National Institute of Technology(KOSEN),
Nagaoka Collage, 17 from eTRUST Co.LTD, and 3 from partner institutions) participated in the workshop.
Those who attended both the first and second half of the course were issued a certificate of attendance.

２．
Mentoring tailored to the person
1) Determine personality patterns
2) Understand the needs of each type3) Ask to write “My Instruction Manual”
３．
Mentoring tailored to the situation
1) Understanding a mentee’s current
situation seen from the SLII model2) Offering what the mentee wants3) What the mentee wants in different
situations

MenteeCo-creation/
Co-evolution
MentoringMentees canunderstandthemselves in-depth
and take spontaneous actions withmotivation by being
supported.

If you were asked to be a mentor,
would you accept?

27.8%

Yes
64.8%

7.4%

No
Niether〇Second half (14:40–16:10)

４．
Mentoring processes:
1) Determination phase4) Autonomy phase2) Rapport-building phase５．
Mentoring skills I : Counseling techniques
1) Active listening 2) Summary and repetition

3) Support phase3) Exercises

６．
Mentoring skills II : Coaching techniques
1) Coaching processes 2) Questions leading to behavior modification
3) How to set goals〇Participant comments• I was able to realize my patterns again. I understand very well how to address
mentees as a mentor. I want to practice mentoring both at my workplace and in
my private life.
• I have realized again that understanding people’s ways of thinking is important,avoiding decisions made solely based on my values.

Participation in the 75 for UN75 “75 Minutes of Conversation: Rethinking Gender”
The talk featured five speakers, including the Executive Director of UN-Women. From Japan, Dr. Mami Katsumi,
Education Administrator at Nagaoka University of Technology, participated in the webinar. NUT has been appointed
as a United Nations Academic Impact (UNAI) Hub for SDG 9. She explained the country’s situation and NUT’s efforts.

〇Japan’s situation

Japan’s overall achievement of the SDGs is ranked 15th out of 162 countries.
However, Japan ranked 121st of 153 countries on the progress of SDG 5: Gender Equality.

(Source: report conducted by the Sustainable Development Solutions Network (SDSN) in 2019 and the 2020 Global

Female1
Male1

Gender Report)

Dr. Katsumi described the historical context of the disparity: men were presumed to work
and women to take care of families during the rapid economic growth period after WW II.
This caused women’s participation in society to lag.

〇Government and university efforts

She introduced government efforts toward gender equality and women’s empowerment,
NUT’s GIGAKU education and UNAI Hub for SDG 9, the efforts of the SDGs Promotion
Office, the Program to Supporting Research Activities of Female Researchers, Kawaii
Rika for elementary and middle school girls, informal gatherings with the president, andevents related to gender equality.